“Job satisfaction: a study between public and Private university teachers of Bangladesh”

Course name: Organizational behavior
Course code: PA-411

Submitted To - Dr. Syeda Lasna Kabir Associate Professor, Department of Public Administration University of Dhaka
Submitted By- Shereen Akter Prothoma 3rd Batch, Roll-FM 21 7th Semester, session: 2008-2009 Department of Public Administration University of Dhaka

Date of Submission- 13th May, 2012

Acknowledgement

As a student of University of Dhaka, Department of Public Administration, I am completing a subject named “Organizational Behavior”. To make the study more practical, my honorable course teacher Dr. Syeda Lasna Kabir (Associate Professor, Department of Public Administration; University of Dhaka) has given me a research assignment on “job satisfaction: a study between public and private university teachers of Bangladesh”. It helps me to increase my knowledge about understanding research system, writing research paper, and overall acquire a good knowledge about job satisfaction in teaching profession at university level which is very much needed as a student of social science faculty. According to that, I have done my assignment on the basis of the topic. Through the procedure of preparing the research paper I have developed a clear understanding of the fact which is related with “job satisfaction”. So I am very grateful to for her to give me such an assignment and also her scholastic guidance, encouragement, cordial co-operation and suggestion in this study. I have tried my best to make this assignment as reflective as possible. I appreciate to provide any information or clarification if necessary.

Table of Contents

NO. | Topics | Page no. | 01) | Introduction i. operational definitions(Job satisfaction, public university, private university) ii. objectives of the study | 03-04 | 02) | Research Design and Methodology i. Methodology ii. Sources of Data iii. Sample Size and Location iv. Questionnaire Design v. Hypothesis vi. Variables vii. Limitation of the study viii. Problems of data collection | 04-06 | 03) | Data presentation | 06-11 | 04) | Data analysis and interpretations | 11-15 | 05) | Recommendation and Conclusion | 15-16 | 06) | References and Bibliography | 17 | 07) | Appendix (questionnaire and other documents) | - |

1. Introduction:

The education system of a country functions as an agent of social change and as a force directed towards implementing the ideals of its society. In this process it teaches the value of democracy and how to make the society more democratic. Schools, colleges, and universities are organized to deliver education to different groups of learners at different levels, universities are meant for organizing and delivering higher education. The traditional function of higher education is to train up future leaders of society and to develop high-level manpower for professional, technical, and administrative functions. The function of higher education is defined in a new way it is aimed to produce new knowledge, and serve as agents for transfer, adaptation, and dissemination of knowledge generated in other similar institutions of the world.
So, satisfaction with teaching as a career is an important policy issue since it is associated with teacher effectiveness which ultimately affects student achievement. Because faculty are both the largest cost and the largest human capital resource of a university, understanding factors that contribute to teacher satisfaction (or dissatisfaction) is essential to improve the information base needed to support a successful higher education system.

(i) Conceptual framework / Operational Definitions:

Job satisfaction:
Job satisfaction is one of the most widely discussed issues in organizational behavior, personnel and human resource management and organizational management. Job satisfaction has been defined as a general attitude toward one’s job. It is in regard to one’s feelings or state–of-mind regarding the nature of their work.
The most referred definition of job satisfaction was offered by Locke who defined job satisfaction as a pleasing or positive emotional state resulting from the evaluation of a person’s job. Job satisfaction is also defined as an individual’s general attitude regarding his or her job (Robbins). Mullins mentioned that motivation is closely related to job satisfaction. Various factors such as an employee’ s needs and desires, social relationships, style and quality of management, job design, compensation, working conditions, perceived long range opportunities, and perceived opportunities elsewhere are considered to be the determinants of job satisfaction. Job satisfaction has a significant influence on employees’ organizational commitment, turnover, absenteeism, tardiness, accidents, and grievances. According to Robbins, a satisfied workforce can increase organizational productivity through less distraction caused by absenteeism or turnover, few incidences of destructive behavior, and low medical costs.

Public university:
The term "public" indicates that the university's funding comes partly from state taxpayers. A public university is a university that is predominantly funded by public means through a national or sub national government. So, public Universities are the Government’s Universities. Generally, public universities are funded by the Government and are governed as self-managed institutions.

Private University:
The term "private" simply means that the university's funding comes from tuition, investments and private donors, not from taxpayers. Private Universities are those higher education institutions established privately by a group of people or an organization with the Government permission with an aim to spreading the opportunities of higher education among larger number of students under Private University Act, 1992 (Amended 1998) that was passed on 9th August in 1992.

(ii)Objectives of the study:
There is a research gap regarding satisfaction of teachers, especially university teachers as professionals in Bangladesh. For increasing the growth of private universities there also have vast differences between public and private universities regarding different job aspects. Thus it is a contemporary matter of interest whether or not those differences affect job satisfaction of teachers of the two types of universities. The present study is aimed to find out such disparity between job satisfaction of public and private university teachers through different dimension and density of satisfaction levels.
More specifically we can furnish the objectives as follows:
1. To find out the differences between satisfaction level of public and private university regarding various job aspects, such as: Pay, Benefit, Advancement and growth, Work Itself, Leadership, Communication, Performance feedback and recognition, Colleagues and Stress etc.
2. To find out the difference between overall job satisfaction of public and private university teachers.
3. To identify the factors responsible for satisfaction or dissatisfaction of the two groups of teachers.
4. To suggest the ways of improvement the state of job satisfaction of the two groups of university teachers.

2. Research Design and Methodology:

(i)Methodology:
A combination of content analysis, questionnaire and interview method was used in this study to take advantage of their respective strengths and overcome limitations of others. It also helped to reduce bias of any single method. Combination of these three methods was expected to be a reliable tool for the study.
Content analysis method critically and objectively reviews the published or printed facts, figures, opinions, observations, generalizations in the light of its content value. Therefore, it is helpful to give good insight about the research topic from the secondary sources. Content analysis acts as a base and directs the research in a proper direction.
The reason behind using questionnaire method was that “it is probably the best method available to the social scientists interested in collecting original data and this enables the researcher to identify not only the variables which are related to each other but also how these relationships change over time ( Aminuzzaman).” The topic is intensely related to social values, norms, culture and tradition and people’s attitude.
There also take personals interviews to know some informal answer that could be related with this research. So using these methods , the study tried to make more rational.

(ii)Sources of Data:
Comprehensive research work has been conducted to achieve the aforesaid objectives of the study. Both primary and secondary data have been used for the purpose of this study.

(a) Primary data:
To collect primary data a structured questionnaire was designed in the light of the objectives of the study. Teachers of different levels of different private universities were requested to fill the questionnaire. Primary data were also collected through interview. Interviews were taken from the university teachers to collect additional information about their job satisfaction in their workplace. The participants were encouraged to tell their own story and experiences, which allowed further understanding of the phenomenon. As all the respondents had high prestige and power in the society, an open but formal approach was maintained.

(b) Secondary data:
Secondary data were used for the reanalysis of previously collected and analyzed data. There are some clear advantages to working with an existing body of data, including cost, time and making difficult populations’ accessible .In this study, Secondary data were collected from available books, publications, research studies, journals, websites and articles on job satisfaction of employees of different professions, including academic institutions.

(iii) Sample Size and Location:
The sample of the study covers the teachers from different private universities of Bangladesh. Total eight university teachers, including four public and four private university teachers, where four male and four female (50% male and 50% female) selected purposively from different levels from both public and private universities of different areas of Dhaka city. The public university was university of Dhaka and the private universities were the Stamford University, Victoria University of Bangladesh and American International University, Bangladesh.

(iv) Questionnaire Design:
A structured, both open and closed- ended questionnaire (Appendix) was given to respondents for collecting their opinion regarding job satisfaction. Some parts of it were designed to get opinions and comments on specific issues from the research participants. Close ended questions were used to save time and open ended questions to get in-depth knowledge and insight; as well as personal experiences and observations. The respondents were also asked about their sex, job, academic rank, and total years of work experience.

(v)Hypothesis:
There may have significant difference between the public and private university teachers regarding the overall job satisfaction or Public and private university teachers have no significant difference regarding the overall job satisfaction. .

(vi)Variable(s): Dependent: teacher’s Satisfaction, Independent: willingness of teaching profession, salary, job security, research facilities, higher education and training facilities, performance appraisal system, working environment, campus facilities, classroom facilities, class schedules, computer and multimedia facilities, quality of student etc.

(vii)Limitations of the study:
This study was conducted to assess the job satisfaction among the public and private universities teachers of Bangladesh, to complete the research; four universities have been taken. But only four universities cannot represent the whole situation. This is the major limitations of the study.
Among the Private Universities there are differences in terms of size, enrolment, courses offered, teaching quality, budget, some are new and some are old comparatively. So, it is tough to draw a line of total job satisfaction. There many public and private universities are located outside the capital city. But I have taken the universities that are situated only in Dhaka city. It would be better to choose from outside of Dhaka city. But due to time and resource constraints I have to limit it. All of these are the limitation of this study.

(viii)Problems of Data Collection
O All the respondents were very busy. It was quite difficult to collect data from them. Specially for taking interviews, schedules have been changed several times.
O Some of the questions were related to the personal experiences; so, it was not very easy to get answers for those. To convince the respondents to get adequate response was a big challenge.
O It was found that some of the respondents were very reluctant to talk. However, some others were very cordial; they spend much time on entertainment than giving answer that was also counterproductive. Several respondents could not respond because of their engagement in their workplace; while some of them still managed enough time though they were very busy.
O Time to conduct the research was very limited because the research was conducted as an assignment for BSS(7th semester) within a limited time framework. Furthermore, due to Hartal and various political obsessions data collection process was being delay. Many universities were not included due to time constraints. To visit all the places were also not possible. So the researcher had to also depend on mail and telephone. Resources were also limited. However, the overall period of data collection was a memorable one. It gave the researcher an opportunity to know about the various reasons related to overall job satisfaction. It was a privilege for the researcher that the population was qualified and the researcher did not face communication problem in collecting information from the sample. The data collection period, therefore, was interesting.

3. Data presentation:

The main purpose of this study is to understand the job satisfaction level of teachers at university level. During field visit the research found diversified ideas about job satisfaction and dissatisfaction. It was also observed that some the respondents could very specifically articulate what they mean by their job satisfaction but some were found confused to say whether they are satisfied or not. Some point they raised on which they are satisfied but some points according to their desire and thinking. Because of this some definition made by them regarding job satisfaction is similar to causes of dissatisfaction. Multifarious concept of job satisfaction gathered from the respondents is tabled here as follows:

Respondents’ perceptions on Salary and Promotion System

statement | Satisfactory | Moderate | Unsatisfactory | Salary | 25% in public and 25% in private university | 75% in Public and 50% in private university | 25% in private university | Job security | 100% in Public and 25% in private university | 25% in private university | 50% in private university | Promotion | 100% in public university | 75% in private university | 25% in private university | Posting, transfer | Not available in both public and private university | 50 % in private university | - |

Satisfaction level on the salary system:
75% respondents said, public university has a permanent salary structure but it should to be updated and they will be more motivated if they get better salary. Among the private university respondents more than fifty percent agreed with this .But both senior and experienced faculties were relaxed about salary structure.
Some respondents’ in private universities said, with same quality and degree and same position, lecturers are getting different amount. In case of foreign faculty, the authority described their facilities including salary, yearly increment and other allowances in contract paper.

Satisfaction level on job security:
100% respondents of the public university were satisfied about the job security. But in private university 25% were neutral in their opinion about satisfaction. 25% respondents were satisfied and 50% shows strong dissatisfaction in this regard.

Satisfaction level on the promotion system: Large portion of the public respondents (100%) were satisfied about the promotion policy that are followed. But in private 75% were neutral in their opinion about satisfaction. 25% respondents showed their dissatisfaction in this regard.

Working environment, classroom amenities, and class schedules:

Statement | Satisfy | Moderate | Unsatisfied | Working environment | 75% in public university, 25% in private university | 25% in public and 50% in private university | 25% in private university | Classroom amenities | 25% in public and 25% in private university | 50% in private university | 75% in public and 25% in private university | Class schedules | 100% in public university and 50% in private university | - | 50% in private university |

Satisfaction on the working environment:
75% respondents said, public university has a suitable working environment and 25% said it is moderate. But in the private university respondents only 25% percent were agreed with this and 50% said it is moderate.

Satisfaction on Classroom amenities and Class schedules:
75% respondents were unsatisfied with the classroom amenities and 25% said they are hardly satisfied. They said they have not enough education materials. Classrooms are not well-decorated. In classroom teaching-learning purpose they haven’t option to use white-board, OHP, Power-Point, Map, Diagram, Flow-chart, etc. To attend the class most of the time they have to wait in front of the door of the classroom. They do not have classroom according to demand. In the private university 25% respondents were satisfied and said they have air conditioned classroom, spacious and majestic looking, and 50% said it is moderate and 25% were unsatisfied. But in fixing class schedules, 100% teachers of the public were satisfied about their class schedules. But in private 50% were neutral in their opinion about satisfaction and 50% respondents were satisfied.

Publishing journals and research opportunities

Statements | Satisfactory | Moderate | Unsatisfactory | Publishing journals and research opportunities | 100% in public and 25% of private university | 50% in private university | 25% in private university | Opportunities for higher education | 100% in public university and 50% of private university | - | 50% in private university | Training facilities | Not available in both public and private university | 50% in private university | - |

In this regard, 100% respondents in public university were satisfied in publishing research journal. But in private university the level is only 25%. Besides, 50% in private universities were unsatisfied in this regard. Some of these respondents replied there is no research culture in their university and no journal is published by them. Even some respondents do not know whether the university publishes any journal or not. When it was asked to tell about the research culture of the university by open ended question, they replied with different opinion, such as; * There is no research facility and research environment * There is no effective incentives in doing research, faculty members have to do everything on their own initiative; * Moderate; actually the facilities are more or less available in terms of infrastructure, lab, library and internet usage, but, faculty members are mostly overloaded with courses and they do not get much time to devote to research. So, this situation must be changed. * Most of the senior teachers come from the public universities for a certain period, they don’t show any interest for research.

Satisfaction level on training facilities:
On this satisfaction level, almost respondents in public universities said it is not available. In private universities, 50% respondents said it is moderate, and 50% were unsatisfied.

Students’ quality, Student behavior and Officials behavior

Statements | Satisfactory | Moderate | Unsatisfactory | Students quality | 75% were satisfied in public university and 25% in private university | 50% in private universities were moderate. | 25% were unsatisfied | Student behavior | 75% were satisfied and 25% were highly satisfied in public university and 100% in private university | - | - | Officials behavior | 75% were moderate and 25% were warm in public universities. 50% were warm in private universities. | 50% were moderate in private university. | - |

Students’ quality:
About 75% respondents were satisfied on student in public university and 25% in private university.50% respondents in private universities said it is moderate and 25% were unsatisfied
Student behavior: About 75% respondents were satisfied on student behavior and 25% were highly satisfied in public university and 100% in private university
Officials’ behavior: With the area of satisfaction on official behavior, 75% were moderate and 25% were warm in public universities. 50% were warm in private universities. 50% were moderate in private university

Relationship with students, colleagues and higher authority

Statements | Satisfactory | Moderate | Unsatisfactory | Relationship with students | 50% were satisfied in public university and 100% in private university | 50% in public university | - | Relationship with colleagues | 100% were satisfied in public university and 100% satisfaction in private university | - | - | Relationship with higher authority | 50% satisfaction in public university and 50% satisfaction in private university | 50% in public university and 25% in private university | 25% in private university | Satisfaction with university managing committee | 75% satisfaction in public university and 50% satisfaction in private university | 25% in public university and 25% in private university | 25% in private university | Almost all the respondents of public and private university were satisfied with their relationships with colleagues and student. But in private university, respondents were most satisfied with their relationships with student.

Current supervision style, Performance rating system and authority’s consciousness about problems and benefits of the faculties

Statements | Satisfactory | Moderate | Unsatisfactory | Current supervision style (by dept. chairman) | 75% in public university and in private 25% were satisfied | 25% were in moderate and , 50% moderate | In private university, 25% were unsatisfied | Performance rating system | 50% were satisfied, but in private only 50% were satisfied | 25% were in public university and 25% in private university | 25% were unsatisfied in public and and 25% were unsatisfied in private university | authority’s consciousness about problems and benefits of the faculties | 50% were satisfied, but in private only 25% were satisfied | 50% were in public university and 50% in private university | 25% were unsatisfied in private university |

Current supervision style (by dept. chairman) 75% in public university and 25% were in moderate, in private 25% were satisfied, 50% moderate and 25% were unsatisfied
Performance rating system 50% were satisfied, 25% were moderate and 25% are unsatisfied in public, in private only 50% were satisfied , 25% were moderate and 25% were unsatisfied

Other Facilities:
Fringe benefits 75% in public university and 25% were moderate, in private only 25% were satisfied and it is not available.
Accommodation allowances, TA/DA 50% were satisfied, 25% were moderate and 25% were unsatisfied in public, in private only 25% were satisfied, 25% were moderate and 50% were unsatisfied

Campus facility:
Hundred percent respondents in private university said they have no any play ground. They said that outdoor games facility is badly needed for harmonious development of body, mind and soul to achieve the goal of education. Fifty percent (50%) respondents said they did not have enough indoor games facility and 45% said they have it but it was not enough. They feel that this facility should be increased, and they have no prayer room, they have dedicated room for club activities and they didn’t have. But in public university the respondents were satisfied with these criteria.

Satisfaction level on the location and arrangement of campus:
100 percent respondents in public university said, they were satisfied with the arrangement and location of the campus. In private university 50 percent showed Strong dissatisfaction and 25% are Neutral and 25 percent were satisfied. Major portion expressed frustration about the location of campus. Even they have no specific place of meeting, canteen and gossiping place. Some said that they have ten legs (ten hired buildings in different locations).

Satisfaction level on library facility:
From survey findings, we can see that in public university only 25% respondent showed their moderate satisfaction about the library facilities. The large portions of respondents (75%) were dissatisfied about library facility. They said that updated books and journals should be collected to acquire recent development on respective fields. . Some replied that they have these facilities but these are not working properly.

Among the private respondents 50% agreed that university library have enough books, report and journal to meet their demand but 25% disagreed about these facilities. 25% of them said that there is no online tracking of journals or virtual access facility in their library they have no electronic catalog system and library have no dedicated software for searching the right book.
The question was asked, what are the major problems they are facing? From their reply some major issues are; Limited copy of Books; Lack of Updated report of National and Multinational
Organizations; Up-dated journals are rarely collected; Lack of online and photocopy facilities;
Net and online facilities should be more speedy and uninterrupted; Very limited space; There is no environment for reading and no space for group discussion; Poor collection of books; No scope for drawing books; No generator facility; Need software facility;

4. Data analysis and interpretations:

Willingness of teaching profession:
Most of the public university teachers choose this profession willingly. This is more true for female teachers, come to this profession willingly as they like teaching and they also think it is safe for performing their dual job both in households and work place.
It is also true for female respondents in private university. On the other hand big number private university teachers did not like this profession and some teachers were doing this job not to get other better jobs. So most of the male teachers came to this profession, were not satisfied in this cases. So the satisfaction level in public university was more positive than private university.

Salary Package:
Thinker’s opinion is- a few good teachers are born; most must developed. To enhance teaching skill needs training and research. Motivation is another important factor related to skill development and satisfaction to work. If teachers don’t get logistic support, remuneration, recognition, teaching-friendly environment, related support service then all devotion and experience may not carry any result. In this study salary package and promotion system has been taken into consideration to know the motivation level of teachers working in both public and private Universities. If the teachers will get necessary logistic support and environment it will play positive role in teaching-learning as well as the quality as a whole.
Among the respondents, almost both public and private teachers expressed their deep concern the salary structure should to be up-to-date. But the dissatisfaction is much lower to the female teachers. This is because in our country the earning responsibilities are mostly goes with the male people. So the female respondents seem to be more satisfied than their male counterparts in this issue. It was also seen that those who are in professor level they were not overall dissatisfied rather than the lecturer, both in private and public university. It is because as a professor the have authority that is more than salary. But it is recognized by them that they have a specific salary structure.
But it is not always true in private universities; almost fifty percent said authorities do not maintain salary structure. At the time of senior and experienced faculty recruitment authority relaxed the structure. Some university does not show one’s pay package to another. Pay schedule is kept very confidential. Some respondents said that lecturers are getting different amount with same quality and degree and in same position. Sometime faculties received payment in installment, in some cases does not get salary regularly.

Job security:
A big number of respondents in public university are satisfied with this profession because of permanency of the job. As doing job in public university is always a secure job. The study found that all of the public respondents are satisfied because of permanency of their job. Permanency of any job is directly linked with job satisfaction. Permanency reduces tension and thus guaranteed devotion to the job.

Promotion prospects
Promotion prospect is another important thing to recognize the quality and devotion of that creates enthusiasm to the profession and speed-up their career. Proper and justice oriented recognition creates space for teacher to dedicate themselves in their profession. Otherwise it may reduce their interest and hinder to grooming up in teaching that finally results negatively in their output level.
Among the public universities, 100% respondents were satisfied on their promotion rating system, where in private university 75% were in moderate position. Most of the faculty opined that authority is not fair enough to make justice at the time of promotion. Some lecturers and assistant professors said, there is no smooth way for getting promotion. Persuasion and reference from directors, founders, political authority, senior faculties and potential part of the society are getting preference for promotion.

Infrastructure Facilities
Physical facilities are very important for higher level education. A well-structured and education-friendly campus, sufficient classroom, rich library, laboratory for research and lab-based courses, internet facilities for ICT related courses are very much relevant for job satisfaction.
In public university, the respondents were unsatisfied because, they have not enough education materials. Classrooms are not well-decorated. In classroom teaching-learning purpose they haven’t option to use white-board, OHP, Power-Point, Map, Diagram, Flow-chart, etc. To attend the class most of the time they have to wait in front of the door of the classroom. They do not have classroom according to demand. In the private university most of the respondents were satisfied and said they have air conditioned classroom, spacious and majestic looking, and many of them said it is moderate.
Besides, as students are the future leader of the nation, they need proper mental development. Club activities like debate, environment club, nature study club, photography, cineclub, cultural organization, language club, social activities club, etc enrich them to know and to involve the relevant issues of development. In public university these are available but as most of the private universities haven’t rich infrastructure it is not possible for them. And the respondents were dissatisfied in this regard.
Library is a part and parcel for education and research. It is hub of knowledge. In library sufficient reference and text books, journals, online journals, audio-visual items and congenial reading environment are also important for higher level of education. Inadequate number of books is in library. For exam preparation, students cannot take support because library does not have two or three copies of an important textbook. In most cases, Students do not get updated journals and report on various issues published by National and Multinational Organizations. Respondents in public universities are totally unsatisfied as it is hardly present in public university. But the problem is not so acute in private university as most of them have enrich library. So in this case the private universities teachers were most satisfied than public university teachers.

Research Activities
One of the major aims of higher education institutions is knowledge creation. Research is the only way to create knowledge and develop or enrich the existing knowledge. With academic excellence, teaching skill, ability to impart knowledge, fellow satisfaction etc another core issue is research activities related to judge teacher quality. Higher education institutions follow the combination of theoretical and practical knowledge to create professionals who have the conceptual clarity, analytical skill and academic knowledge to face successfully development challenges. Institutional support is more important to promote and nourish the research culture. Without support and recognition of research activities faculties cannot do it successfully.
In public universities most of the respondents said they have enough access in research activities. But they also mention that they need also resources for effective research activities. They have also enough scope for publishing their writings in national and international journals.
But in private universities, the scope is very limited, some of the respondents said that there is no research culture developed in broadly in most of the private universities in Bangladesh till now. On the other side, legal framework is not enough to address the issue properly. Some of these respondents said it moderate as they did research jointly with their teacher working in public university. They did it to publish article that will help them to achieve higher degree. As there is no institutional support to conduct research in private university, research becomes a neglected issue in this arena. So mostly in private universities, according to research criteria respondents were dissatisfied. So in this cases the public universities teachers were most satisfied than private universities teachers.

Opportunities for higher education and trainings:
In public university, the respondents were more satisfied on opportunities for higher education, scholarships etc as they get various opportunities from government, and international level. But the access is not available in private university and there also have a limitation of resourses.
In training facilities, it is not so available in public university but still the respondents were moderate in their satisfaction but in private university, respondents were less satisfied than public university. The problem is acute in the resignation of lecturer position. Some of them (lecturers) said that they do not have training facility, scholarship facility and exposure. Moreover most of the departmental and academic works are being done by them.

Quality of the Students
If the students cannot communicate and reciprocate the knowledge provided by the faculties, then the faculties will not be interested to teach such students. According to the survey result, in public universities 75% of the respondents were satisfied with the quality of the students whereas others are moderate with this issue. But in private universities, there only 25% respondents were satisfied. It is because there have to pass through an open competitive process for admitting in public universities. But it is not true in private universities. Anyone can take admission according to there wish. So the quality of student varies. So the quality of public student is much higher than the private student. It is seen that a significant number of students of private universities are not concentrate properly on their studies. Sometimes they do not attend the classes regularly, which act as disruption in the process of getting a proper education. And it is the reason for dissatisfaction of the teachers of the private universities.

Performance Appraisal system
Performance rating system is quite different in public and private university. The system is not fully satisfied in public university and only fifty percent were satisfied with these system. This is why because most of the respondents think that they cannot use their full capacities and evaluated poorly. However some of them were moderate in their position.
In private university, the condition is almost same. Among them 50% were satisfied, 25% were moderate and 25% were unsatisfied.

Relationship with students, colleagues and higher authority: Relationship with students, colleagues and higher authority is an important determiner in job satisfaction. Without a friendly and warm environment performance cannot be satisfied. In this regard . Both private and public university teachers were satisfied with their relationships of students, colleagues and higher authority. In public university the overall position is satisfied, but still there have maintain a moderate relationships because many of the teachers think if the relation becomes so flexible there may have an chance to provide extra privileges of those students. Besides there also have a warm relationship with the students.
In private university the relationship is warm and all are the respondents said they are satisfied with the relationship with students.
Both public and private university respondents were satisfied with their relationship with colleagues and they have maintained a warm relationship.
Both private and public university respondents remarked that supervisors’ role is an important factor in the context of job satisfaction. They desire a participatory, democratic and cooperative authority. They always expect recognition of their jobs from their authority. Current supervision style (by dept. chairman) in public university was mostly satisfied by the respondents and moderate, but in private university it was less satisfied, and moderate. So the overall satisfaction on the relationship with students, colleagues and higher authority in public university was more satisfactory than public university

Developing Career Growth Opportunities
There varies career growth opportunities between the public and private universities. In public university the result is positive and they were almost satisfied on Career Growth Opportunities of there present universities. But in private universities faculties were also dissatisfied with career growth opportunities. The reality is that faculty development and career growth opportunity programs are important to continued professional growth of the faculty. There must be a thorough review of policy and outlines acceptable standards and procedural criteria for faculty development programs. In addition, faculties were dissatisfied with lack of career advancement opportunity in private universities. Universities must also work to develop their faculty members.

Increase Overall Satisfaction:
In response to the question relating to overall job satisfaction ‘I am satisfied with my job’, both the group responded positively. But Public university teachers were more satisfied than the Private university teachers in overall satisfaction. According to the survey result, all of the respondents in public university were satisfied in their job and they wouldn’t like to switch off their job. But in private university, the result is quite different as most of them have a dream of a better job in the future as they were not very satisfied with their current job.

5. Recommendation and Conclusion:

Job satisfaction plays a very positive role in the development of conducive environment of any organization. It is significant as it affects performance. This study has tried to map out a comparative job satisfaction between public and private universities teachers of Bangladesh. Here, efforts are given to frame all the perception of job satisfaction perceived by the teachers including the areas of pay, promotion, recognition from authority for good job and performance feedback etc. In this journey it is also tried to mark the causes make the teachers satisfied or dissatisfied. Some causes of satisfaction have been identified both by the public and private universities teachers and some were raised either by public or by private university teachers. It is felt that if these concerns are properly addressed, the size and the gravity of the dissatisfaction experienced by dissatisfied teachers may be reduced.
So after conducting the research we can summarize that the overall contents of job satisfaction are: i) Getting handsome salary is job satisfaction ii) Having dignity and social status is job satisfaction iii) Job security (in terms of stability and permanency) is job satisfaction iv) To get a job matching with academic qualification is job satisfaction v) To get a favorable physical environment is job satisfaction vi) Having good career prospect means job satisfaction
The study is mainly focused on satisfaction level of different private universities. From this study it has been found that respondents of public and private universities were satisfied in some areas like interpersonal skills, student behavior etc but at the same time dissatisfied in other areas like salaries, job security, classroom facilities, office room, research, training facilities, etc. based on the findings the recommendations can be: If individuals believe they are not compensated well, they will be unhappy and the large portion’s of university teachers both public and private universities were not satisfied to the salary package, and it may hamper their confidence level that will affect their teaching activities. Normally this sector (universities) in our country provides less compensation compare to other sectors. Universities may offer comparable salaries and benefits to retain compatible faculty members. On the other side high range salary and other facilities of some private universities creates an opportunity for interested Bangladeshi academics to return home.

The environment in which people work has a tremendous effect on their level of pride for themselves and for the work they are doing. Even a nice chair can make a world of difference to an individual's psyche. Universities should look more to provide facilities like personal room with modern computer facilities to avoid overcrowding and allow them to use their own personal space so that they can give more time for their research work besides their regular class. They should also provide classroom with modern facilities.

Faculties were also dissatisfied with training facilities. Universities must also work to develop their faculty members. Training and development enable employees to perform their present jobs effectively and to prepare for future jobs.

Both the public and private university should enhance research and publications facilities. Although the problem is not acute in public university but only a very limited number of private universities have research and publications facilities for their faculty members. Other private universities do not provide any scope for journals and publications for the faculty members, which also lead to dissatisfaction among faculties. So we have to increase research and publications facilities in both sectors.

Both the public and private university should introduce proper performance appraisal systems

Faculty also benefit from consulting if they collaborate in meeting real-world challenges that may make their teaching more relevant and lively, which in turn benefits students. Enhancing Consultancy

In this reasearch it was also studied weather gender plays any discrimination between male and female faculty members. As the nature of the job itself is not that much discriminatory, gender does not plays any critical role here. Female faculty members thought that they have same opportunity to work as of male teacher does and they are also get recognition from their male counterpart for their performance. So universities may give more room for female faculty members. As most of the private university doesn’t have transportation facilities, authority should give more concern in this case. As this is the place to sell knowledge and expertise, female faculty members can make more contribution if they are utilize properly.

At the end of the research it may summed up with view that both public and private universities may give more attention to motivate and maintain these human resources to make them more contented and to make the most of their effort by ensuring overall excellence of organization. So we can conclude to say that, despite many other dissatisfaction factors of different degree, respondents showed very positive attitude towards the sense of pride with their job. This truly reflects the optimism of university teachers who still think this job is a noble profession. Compared to many other job types, university teachers are still not very well paid yet they are proud of the prime philosophy of teaching. So the authority of all the universities should consider of providing higher satisfaction to the faculty members to uphold such optimistic attitude of the teachers in the future.

References and Bibliography:

1. Aminuzzaman, S. (1991), Introduction to Social Research, Bangladesh Publishers, Dhaka.

2. Dr. Neaz Ahmed, Research methods in social sciences:AH Development Publishing house,Dhaka.

3. Robbins, Stephen P. (1997) . Organizational Behavior 4. Herzberg, Frederick, Mousner, Bernard and Synderman, Barbara (1959) .The Motivation to Work5. Locke, E. A. (1970) ‘Job Satisfaction and Performance: A theoretical Analysis, Organizational Behavior and Human Performance’

5. Ostroff, C. 1992. The Relationship between Satisfaction, Attitudes, and Performance: An Organizational Level Analysis. Journal of Applied Psychology, 77 : 963-974

6. .Wanous, J.P., Lawler, E.D. III (1972), "Measurement and meaning of job satisfaction", Journal of Applied Psychology, Vol. 56 No.2, pp.95-105.

7. Hamidullah, Muhammed. (2005): Comparison of quality higher education of public and private sector institution in Pakistan. Doctoral Dissertation, IER, University of Arid, Rawalpindi,
Pakistan

8. Hommadi, A.H. (1987). University Administration in Developing countries. Delhi: Indian
Bibliographies Bureau

9. Islam , Nazrul (1999b). Job Satisfaction of Government and NGO Employees of Dhaka City. Bangladesh Psychological Studies, Vol. 23. PP 19-26

10. Md. Abu Naser ,Education Quality of Private Universities in Bangladesh: faculty resources and infrastructure perspective

11. Wikipedia: en.wikipedia.org/wiki/Job_satisfaction

12. Impact of Human Resources Practices on Job Satisfaction: www.upg-bulletin-se.ro/.../4.%20Absar_Azim_%20Balasundaram%2
13. Employee's View on Job Satisfaction: A Study on Garments Industry ideas.repec.org/a/iih/journl/v5y2011i1p1-9.html
14. Job Satisfaction of Bank Officers in Bangladesh; www.docstoc.com/.../Job-Satisfaction-of-Bank-Officers-in-Bangladesh Questionnaire:

Dear Respondent,
This questionnaire has been made for collecting data to conduct an assignment on “Attitudes and job Satisfaction : A comparative Study among public and private university teachers of Bangladesh” for the partial fulfillment of BSS(honors) Program on Organizational Behavior under Public Administration Department of University of Dhaka. It is to mention that, all information will be used to compile aforesaid assignment work and all information from you will be treated in the strictest confidence.

For each statement, please tick (√) the options given below.

Age (year):  below 30  31-35  36-40 41-45 46-50 50 and above
Gender:  Male  Female
Marital status: married unmarried other
University:
Ranking:  Lecturer  Assistant Professor  Associate Professor  Professor
Length of Service (years):
 0-5 5-10  10-15  15 and above

A. Open ended questions:

1. Do you enjoy your job? Please mention the reasons.
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2. Are you involved with any part time job or consultancy? Please mention the reasons that attract you for involving with other organization.
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3. What types of organization do you prefer?
__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

4. Do you think increased compensation leads to greater satisfaction? Doesn’t it why?
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5. Do you have/had any problem(s) regarding working environment at your workplace? What are the problems at your workplace? And how do these problems influence your work?
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6. In your own opinion what should be taken to overcome these challenges and problems for your maximum satisfaction?
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B. Please tick (√) the best option | Strongly Disagree | Disagree | Neutral | Agree | Strongly Agree | Attitude | | I think my attitude towards my workplace is positive | | | | | | I think that my present organizational culture is right for me | | | | | | I am fully committed with my job | | | | | | But my attitude towards my workplace is not remain always same (in a fix) | | | | | | Sometimes I feel bored with my job | | | | | | Technical Support | I am satisfied with classroom and office room for providing quality service | | | | | | I am satisfied computer and multimedia facilities for providing quality service | | | | | | I am satisfied with the campus area and facilities | | | | | | Professional Development | I am satisfied with career prospect of this job | | | | | | I think that it is the best way to develop career skills by staying with the current university | | | | | | I want additional training facilities for professional development | | | | | | I am not being used to my full capability | | | | | | Research & Publications | The University provides sufficient research and publications facilities | | | | | | I am satisfied with the current research and publications facilities | | | | | | Administrative Support and Interpersonal Relationship | I am satisfied with university managing committee | | | | | | I think that the authority is very conscious about problems and benefits of the faculties | | | | | | I am satisfied with interpersonal relationship with my colleagues | | | | | | I am satisfied with power distance between faculty members and central administration. | | | | | | I am satisfied with current supervision style (by dept. chairman) | | | | | | Quality of Students | I am satisfied with the quality of students | | | | | | I have the opportunity to provide meaningful feedback to the students and their advice is taken seriously by the students | | | | | | I am satisfied with teacher and student relationship | | | | | | Benefits and Other Facilities | I think that my payment is equitable to the others in similar positions in other universities | | | | | | I am satisfied with the rules for salary increase | | | | | | I believe that performance rating system is properly designed | | | | | | I think the authority is not fair in giving promotion | | | | | | I am not satisfied with the benefits package I receive | | | | | | There are benefits I do not have which I should have | | | | | | Overall Satisfaction | Overall, I am proud to work in this university | | | | | | I always dream of a better job in the future | | | | | |

Additional Comments and Feedback:
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Thank you for your cooperation.